About 10 months ago you received promotion to a supervisor position.

About 10 months ago you received promotion to a supervisor position. It was an internal appointment and you were promoted ahead of two of your peers. One of them has taken the decision well and you still have a good working relationship with them. The other has become very remote and difficult to work with. They do no more than is necessary and performance levels in their section have dropped since your appointment. You have heard from one of the other employees that the person takes every chance to criticise you and your decisions and they have turned a number of employees against you. The drop in performance is affecting the productivity levels within the organisation. You have made a couple of tentative approaches to this person to discuss the issues, but they are very noncommittal and say that you are imagining all this rubbish. You have received written statements, volunteered by two staff, identifying instances where this person has been critical of you and one instance where they overrode an instruction given by you.- although this was a fairly minor incident. You have promised not to disclose the identity of the people involved and this means you have to be very careful about how you use the statements because the section is quite small (eight people). Your manager has noticed that relationships appear to be strained in this section and has asked you to address the performance issues and report back on the results. You will need to conduct a formal performance evaluation and counselling session in order to address the problem. Write a report for your manager outline: At least five steps you will take, with detailed reasons for your choice of actions the identity of any other person/s who should be involved. explain why and when they should be involved. at least three actions you could take and why you will take those actions, to follow up the counselling session how you will monitor the success of your counselling and performance assessment actions an explanation of at least two actions you will take if the counselling is not successful (with detailed reasons) (1000 words)
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Application of The Five Factor Model of personality in the organisation and arranging and interview as an assessment of the problems as well as calling a meeting would be the most appropriate way of mitigating this specific issue of dissatisfaction in the organisation.

Five Factor Model of personality was developed to check if an employee has the abilities over the advancement of the organisation.

5 factor of the specific model are

1. Extraversion

2. Agreeableness

3. Conscientiousness

4. Neuroticism

• Extraversion

Define total excitement as well as talkative there and Sociability of a specific person inside an organisation. Basically people who possess higher extraversion are directly more reserved and have excess energy to spend in the local social setting. Which type of people are basically believe in enjoying the opportunity to be center of attraction. This specific factor also determined that the person would be having a quality to start the conversation and enjoying meeting new people while having an extremely wide social circle. Person who possesses this quality feel high on energy and mostly say the things before thinking about the consequences.

• Agreeableness

A person can be defined as a quality to have kindness, trust and affection. People who are high on the agreeableness are more cooperative but the people who possess low agreeableness are more competitive as well as they find their own manipulations. Hi agreeableness people show large interest in other people and also provides care to others. They feel empathy as well as they are mostly concerned for others.

• Conscientiousness

This type of people possess hi thinking capabilities as well as a streamline goal-directed vision. Their high conscientiousness make them more organised as compared to other people. The kind of people mostly spend their time in preparing for the task and they finish the task on the timeline or or under the deadline. They are very intend to be looking into the details as well as having a fine tune schedule

• Neuroticism

This specific quality can be defined by an emotional touch in humans personality. A neuroticism person can be characterized as sadness or emotionally unstable. This type of person experience a lot of stress and also they have to be worried about so many things. Dishoom fragile nature and get upset very frequently.

• Openness

Open a person can be defined by equality in which a person have a very creative vision as well as always trying to learn new things. People who Possess this specific factor are very adventurous as well as creative and they are always focus on taking the new challenges and happy to think about the new and untaken concepts.

In my workplace there are people with openness as well as the neuroticism.

Our manager is a fine example of a person with openness as he is very open to the new ideas and is always ready to work on it. Recently he worked on an advertisement program which was directly looked as risky but provided extremely good results by gaining the overall 7% success.

My coworker possess the qualities of neuroticism and he is mostly sad and involved into negative activities. He usually experience the more swings and has several bites inside the organisation on very little things.